Human Resource Management plan

Human Resource Management plan

Student`s Name

Institution of Affiliation

Introduction

Over the decades the company has been experiencing low return from the employee which has inflated unnecessary costs to management. An unbalanced mix of employees is considered as a major problem to the company thus drawing back the productivity levels, these entail to differences in ages of employees which are widely noticeable and measures to rectify the trends must be stressed. The mix has made it impossible to structure employees’ rights and methods of upgrading their services to remain relevant to company goals and objectives. Further, the effect has translated into production of workers who are not satisfied at all with their respective roles and tasks. To some extent some workers are feeling unpaid depending on their work experience and age they have been in the industry. Human resource department must fix the problem facing workers in order to produce more and work within the expected time duration (Stone, 2017).

The article will discuss and outline how the scenario affects the organization, identify reasons for emerging differences, plan on a mechanism to address the issue and determine policies to mitigate or eradicate the practice from happening.

Effects of Unbalanced Employees Mix to the Company

Due to wide age differences and development of two classes drawn in between work experiences, the company has not been producing to expected levels. This is because some of the employees are lacking an equal platform to benchmark their work skills and knowledge while some of employees are feeling so much superior to their colleagues with less work experience and vice versa. To promote better-benchmarking mechanism management must use more of company resources in promoting training and conducting tutorial sessions so that all employees can update their skills and knowledge. The practice is widely considered in focusing on resources and time to wrong direction instead of bridging the gap between employees. Most of the time management has been trying to foster positive learning attitude to all employees even without considering work experience. The practice is considered to as humiliating to those with wide experience making them lose morale and feel unappreciated by the company leadership (Stone, 2017).

Moreover, the difference has been contributing factor towards maintaining same employees in same working station thus lowering expected production target. A reason contributing to this is that it’s difficult to switch jobs within the company to enable other workers to acquire new skills because they lack required knowledge to manage different fields. The attribute is blamed on managers as they are blocking employees to enhance their skills through recruiting workers with different experience at different levels. Nevertheless, regular communication to this set up becomes very difficult as some workers feel their participation and ideas may not be considered especially those who fall in lower age brackets. Managers ought to lay out strategies to ensure that all employees are equal despite age differences and working experiences. Through this the company will be able to maximize production, making more profits as compared to previous periods (Stone, 2017).

Reasons for Emerging Differences

Company is working towards satisfying their customers and remaining relevant in the industry. By employing a diverse workforce will place business in a better position to respond to a wide range of customer needs and ensure that they attract more to product and services which are produced by the company. Therefore, a respective employee works towards meeting customer needs and desires with little regard from management of effective production. The leadership of company is really focused on ease to conduct management changes by employing age-diverse workforce. This will enable the business to respond rapidly to changing employment environment and enhance competitive edge against their competitors in an industry (Dowling & Engle, 2017).

Employing of diverse age workforce is really good to management of company financial resources and is highly cost-effective compared to balanced practice. The company can effectively reduce cost incurred during recruitment of new personnel to the company who will require undergoing training and inductions processes. These enable the company to transfer cost from one center to another as induction, recruitment and training cost will be used in production of goods and service. Further, it will be able to build a public image as it will record high retention rates compared to others firms thus attracting more customers and investors. Investors would judge the business by its social responsibility that the company is rising to the challenge of ageing population thus recognizing discrimination as a social injustice and bad for business (Vlems, & Elisa, 2005).

Plans and Mechanism to Address Issues

Development of plan would be the most important approach by the company. This would enhance equal distribution of workloads among employees. This would shift burden from few employees and drive the entire team towards achieving production targets. The approach will be very important as it will be used to evaluate the strength and weakness of each worker and determine a suitable cause of action. Planning will enable management to communicate what should be done in particular time thus eliminating duplication of roles because it will identify key players. Roles should be designed in regards to individual dynamism and professional output (Dowling & Engle, 2017).

Setting of expectation to workers will be very important. Stating of desired objectives will emphasize the level of effort and engagement that will be expected thus making the team more focused. Furthermore, this will clearly articulate the value of each employee skills and knowledge regardless of their ages or work experiences. The plan will enhance productivity among employees and better performance that will contribute to positive growth of the business. Finally, is to provide an opportunity to discuss with individual members about their share and role thus achieving collective goals and objectives. This will make them more motivated and develop a sense of belonging to the company as they engage in problem-solving forums (Stone, 2017)

Policies to Counter the Practices

The company must support and maintain good attitude towards all employees in workplace without considering their age gap and experiences. These would reduce scenario where some employees feel unappreciated by my management and their contribution being insignificant. When employer develops a positive attitude towards staffs’ members they would work and contribute more to the development of company goals and objectives. Secondly, the company ought to promote good collaboration and teamwork among employees. This would translate to completion of expected tasks within expected time and manner without considering age or experience background. Employees working together will enhance career growth and be able to suit in changing employment climate with ease and in a more professional approach. Thirdly, an organization should keep their expectations reasonable towards their employees to enhance accomplishment of desired goals and duties (Vlems, & Elisa, 2005).

Conclusion

Companies practicing better employment methods without considering age and experience differences are considered to be more productive and efficient in industry. This is because they incorporate resources which are more useful to meet targets and expectation. Organization need to employ personnel across all ages to and experiences to afford locking out other people from securing meaningful working opportunity.

References

Dowling, P. J., Festing, M., & Engle, A. D. (2017). International human resource management.

Stone, R. J. (2017). Human resource management.

Vlems, & Elisa. (2005). Work-Life Balance. Katholieke Hogeschool Kempen.